There are times that feedback is destructive rather than helpful to the employee and the organization. Occasionally, this is deliberate, such as when a boss does not like someone for reasons that have nothing to do with his/her performance as an employee, or his/her character. More often, it is inadvertent. This could be due to erroneous information from others or the leader's failure to take the ... [Show full abstract] time to adequately observe or supervise others. It could also be due to a lack of understanding of the individual's communication style, or failure to take into account age, cultural, religious, or sex differences. This article addresses some of these issues and what to do about it.